Student

Robert Kamara P4: Briefly explain how national initiatives promote anti discriminatory practice Introduction This work will attempt to explain how national initiatives promote anti discriminatory practice with close reference to the relevant acts, regulations, policies and conventions. The Cambridge House, Equality and Diversity Policy will be used as a case study in answering this important aspect of promoting anti discriminatory practices. The Acts that is mostly covered will includes; Disability Discrimination Act 2005, Sex Discrimination Act 1975, Race Relations Act 2000, Age Discrimination Act 2006 and codes of conducts established by professional bodies. Discrimination is an unacceptable act or behaviour committed intentionally or unintentionally on the basis of race, colour, religious beliefs, sex, mental or physical disability, age, origin which has negative effects on the person or group been discriminated. It is the act of denying a person or a group the same rights as another which can either be through an overt or covert way of discrimination. Legislations, regulations and conventions Legislations such as the Disability Discriminatory Act (DDA) 2005 amend the DDA1995 and specifically deals with public sector in promoting equality of opportunity for people with disabilities and to eliminate discrimination. It also required public sectors to produce action plans explaining how they intend to fulfil their duties, and review them annually and that, institutions must make reasonable changes to their premises in making them more user friendly. The Sex Discrimination Act (SDA) 1975 protects both men and women against any form of discrimination or harassment on the basis of gender in the work environment, education, housing and services. This Act is an attempt to eliminate all form of gender discrimination. The Race Relations Act (RRA) 2000 protects racial equality and ensures that no person is being discriminated against on the grounds of their race. It promotes good relations between people of different ethnic backgrounds. The Age Discrimination Acts (ADA) 2006, states that it is unlawful for employers and others to discriminate against a person on the basis of his / her age. This applies to jobs, promotion, training, and employment (Stretch and Whitehouse 2010). The Cambridge House policy clear demonstrates that, the above acts are implemented and monitored. It treat all employees and job applicants fairly and equally, regardless of age, disability, gender, race, religion, sex and other anti-discriminatory practices ( Cambridge House Policy: P1 Par 3). Conventions on Human Rights and Fundamental Freedoms 1950 which is signed by the United Kingdom (UK) and other European countries must be observed and implemented to the fullest. The Cambridge House in its policy on Equality and diversity at work demonstrate their adherence to conventions which are geared towards promoting anti discriminating practices, particularly in the health care environment. Nursing and Residential Care Homes Regulations 1984 required nursing homes to apply to their local council for a licence to operate, which regulates their practices and formulate regulations amongst which is to promote anti-discrimination practices and failure to comply will result to prosecution by the council and if need be closure or withdrawing their licence to operate. Equality & Diversity Policy (Cambridge House) According to Cambridge House, they are committed in promoting the anti-discriminatory practice in the place of work. Their aim is to eliminate unlawful discrimination; promote equality of opportunity and access in compliance to the promotion of anti-discriminatory practices. The initiatives by the authorities in formulating anti-discriminatory acts in public sectors institutions particularly in the health and social care settings has been widely accepted. Responsibilities (Cambridge House) The Chief Executive Officer (CEO), senior managers and employees has responsibilities in promoting and ensuring compliance to the anti-discriminatory policies by eliminating any form of discrimination against anyone, and employees should not persuade or pressure another employee to discriminate, it forbid harassment, bully or abuse other employee or the public for any reason. This is a demonstration that, the Cambridge House is promoting anti-discriminatory practices, particularly in the health care sector. Further to the above legislations and conventions in attempting to eliminate any form of discrimination in health and other public sectors, there are established codes of best practice that are introduced in the work environment against anti-discriminatory practices, which includes; respecting the service users as an individual; obtaining consent before you give any treatment or care and above all protect confidentiality. In conclusion, the above Acts, Conventions, regulations and Codes of best practice are only effective if there is effective monitoring by the authorities concern. However, the Cambridge House reviews their policy at least annually to ensure that, it is appropriate and responsive to relevant legislation. Any amendment to the legislations will be effected to meet to the objective of promoting anti-discriminatory practices in work places and in the health care settings in particular. However, the above anti-discriminatory legislations are presently been effective as institutions are in compliance to avoid actions taken against them by their respective council and the appropriate authorities. Reference Aldworth, C et al (2010) Health and Social Care Level 3 Parson, England Langridge, E, Bossons, L, Boys, D,. Michie, V,. And Roe, J,. (2007) Health and Social Care, Cheltenham, London Moonie, N., (1996) Advance Health and Social Care, Heinemann, Oxford, UK.